TRINITY UNITED METHODIST CHURCH Hiring Policy (REVISED 2015)

Transcription

1 TRINITY UNITED METHODIST CHURCH Hiring Policy (REVISED 2015) I. Rationale Trinity UMC will work to hire individuals that will aid in spreading the Good News to a world that so badly needs to know that God loves people. As members of the Staff Parish Relations Committee(SPR) who are prayerfully involved in helping select individuals for hire of Trinity UMC, this committee will diligently work hard to recommend and select persons to work at Trinity who will glorify the Lord and perform his/her duties to the best of their abilities. II. Principles In order for Trinity UMC to serve its membership, visitors, ministries, and its community, the SPR practices great responsibility in hiring individuals to carry out the mission of our Christ s Church. Therefore, it is the policy of the Church Council that the SPR recommend individuals for hire that meet qualifications, can fulfill their job requirements, and have an enthusiasm to serve at Trinity. The SPR will recognize the limitations of their budget as decisions are made concerning salary. These principles are offered as means of hiring individuals to serve at Trinity To have a process of hiring individuals that promotes an environment of low anxiety To have appropriate communication between (SPR), Finance Committee (FC), Pastor(s), and Church Council To involve individuals in the selection committee that will promote success in hiring the best individual possible for the position needed To hire individuals that will promote the safety of the church, its members, and visitors III. Categories 1. Staffing Process 2. Communication between Committees concerning funding 3. Job Descriptions 4. Selection Committee 5. Advertising 6. Interviews 7. References 8. Background Checks 9. Raises

2 IV. Policies 1. Staffing Process: As staffing needs arise, the SPR and Pastor(s) will evaluate all possibilities before making recommendations. a. New Positions: Presentation should be made initially to FC and if approved may then be presented to Church Council. Reasonable due diligence as to why a position cannot be filled by volunteers will be conducted and will be presented to Church Council as part of the new position request to Church Council. New positions will be developed by SPR with Job Description and potential salary. It is the SPR s chairperson or designee(s) responsibility to make sure the evaluation, reasons for hire, and approval are met before a hiring process begins. Hiring of church members or relatives of church members will be avoided if at all possible to avoid potential conflict of interests. In filling a position, the applicant who is most qualified as deemed by the SPR and can most effectively perform the duties will be selected. b. Employee replacement: Should an employee leave employment or is otherwise dismissed, an evaluation by Pastor(s), and SPR to determine if the church continues to need a paid person to fulfill the position will be conducted. Presentation should be made initially to FC and if approved, may be presented to Church Council It is the SPR s chairperson or designee(s) responsibility to make sure the evaluation, reasons for hire, and approval are met before a hiring process begins. Hiring of church members or relatives of church members will be avoided if at all possible to avoid potential conflict of interests. In filling a position the applicant who is most qualified as deemed by the SPR and can most effectively perform the duties will be selected. c. New positions and employee replacement for TCDC The TCDC board is responsible for the hiring of teachers, assistants, and kitchen staff for TCDC. Hiring of TCDC administrative and bookkeeping personnel will be done by the TCDC board with representatives from FC, SPR, and a Pastor in attendance. Good relations are important to the continued goodwill of both organizations. The selection of these employees must follow the Holston Conference and Book of Discipline guidelines. The TCDC board will handle all staff raises. Significant financial changes such as staff raises should be made known to the FC. A report on TCDC staffing changes will be submitted to the FC/Church Council because it affects the church s insurance liabilities.

3 2. Communication between Committees concerning funding: Before the hiring process can begin, funding must be approved for the position by the FC. This should include the base salary, taxes, FICA and any other benefits that will be offered with the positon. It is the SPR Chairperson s responsibility to make sure effective communication has taken place between the FC and the SPR in the area of salary. 3. Job Descriptions: A detailed job description must be in place or developed and approved by the SPR and any other Committee Chair directly involved with the new staff member. The job description must include qualifications, requirements, and responsibilities. Job descriptions must be reviewed and updated periodically. The job description will be presented to candidate for employment. Upon hire, it will be signed by the new employee signifying that he/she has received it and is fully aware of his/her responsibilities. Job descriptions can be found with the SPR manual and copies are saved on the Church Office computer. 4. Selection Committee: Once the Pastor(s), FC, and Church Council have approved the hire of a new employee, a Selection Committee or other group may be formed by the SPR for the task of recruiting an individual for hire. Representatives of the SPR, Pastor(s), and other members of the church may be part of the Selection Committee. Below is a list of individuals who will be asked to take part in the Selection Committee of special areas of employment. The Chairperson of SPR should be part of the Selection Committee but may or may not be the Selection Committee lead. When hiring instrumentalists, the Music Director will be asked to serve on the Selection Committee. When hiring Janitorial workers, a representative of the Trustees will be asked to serve on the Selection Committee. When hiring Youth or Children Director, a Parent Representative and a representative of the Teaching and Discipleship Committee will be asked to serve on the Selection Committee. The Pastor(s) are encouraged to serve on the Selection Committee but may use their discretion. When hiring an Administration Assistant, Pastor(s) must be part of interview process and may use their discretion during the actual selection process. When hiring a Bookkeeper, a representative of the FC will be asked to serve on the Selection Committee. When hiring a Music Director, a choir representative, a Praise Team representative and Pastor(s) will be asked to serve on the Selection Committee. The Pastor(s) are encouraged to participate in the selection process but may use their discretion. 5. Advertising: Methods of advertising for approved positions will be determined by the SPR or the SPR may give authorization to the Selection Committee. 6. Interviews: Interviews will be conducted by the Selection Committee. The Selection Committee may also include other church committee members directly related to the

4 position, and Pastor(s) as they deem necessary (See #4-Selection Committee). Pastor(s) can choose whether or not to take part of the selection process with the exception of the Administrative Assistant and must at least be part of the interview process. Interview process must follow legal standards and no offer of employment should be inferred. The length of the interview process is determined by the Selection Committee. The Selection Committee may or may not recommend an additional interview of the final candidate(s) for the entire SPR. 7. References: References must be checked by the Selection Committee before any offer of employment is made. 8. Background Checks: Background checks will be made of anyone offered a position and must be completed before employment starts. The person seeking employment must give written permission for the background check to be done by filling out the Background Check Consent Form. Adverse information may result in withdrawal of offer. (The Background Check Authorization Form can be found at the end of this policy.) The Selection Committee should have the background check completed with results given to the SPR Chairperson and maintained with other pertinent employee files. 9. Raises: Any subsequent raises for the position of hire must be approved by the FC. 10. All hired employees must sign the Acknowledgement of Sexual Harassment Policy Form showing that he or she has read Trinity s Sexual Harassment Policy. (The Acknowledgement of Sexual Harassment Policy Form can be found at the end of this policy.)

5 TRINITY UNITED METHODIST CHURCH Background Check Authorization Form Authorization for Background Check I authorize Trinity United Methodist Church to solicit background information relative to my criminal record history. I understand that Trinity UMC may make inquiries into my background that may include motor vehicle records, personal references, criminal records, and any other public record reports pertaining to me. I authorize, without any reservation, any person, agency, or other entity contacted by Trinity UMC or their agent, for purposes of obtaining background report information to furnish the above-mentioned information. I release Trinity UMC, their respective employees, or agents, and employees of their agents and all persons, agencies and entities providing information or reports about me from any and all liability arising Please Print First Name: Middle Name: Last Name: Other Name(s) Used: Social Security Number: Date of Birth: Street Address: City: State Zip: How long at this address? Years/Months: Previous Address City: State Zip: How long at this address? Years/Months: Previous Address City: State Zip: How long at this address? Years/Months: Printed Name: Signature: Date:

6 TRINITY UNITED METHODIST CHURCH Acknowledgment of Sexual Harassment Policy I, acknowledge receipt of Trinity United Methodist Church s policy prohibiting sexual harassment and guidelines relative to preventing sexual harassment. I have read and understand this policy and the guidelines. Signature: Date: